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| | ==Description== | | ==Description== |
| − | Competence model: The first two diagrams below show:
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| − | * The 4 quadrant model use in SARCoN for the competence or regulatory bodies’ staff, and
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| − | * The proposed generalized model which could be used for all nuclear organizations.
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| − | The third diagram shows the differences between the main different types of organization for consideration.
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| − | [[File:Four quadrant model for human competences in a regulatory body.PNG|thumb|right|500px|Fig 1. Four quadrant model for human competences in a regulatory body (modified from TECDOC 1254, SARCoN etc)]]
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| − | [[File:Generic four quadrant model for human competences in an organization.PNG|thumb|right|500px|Fig 2. Generic four quadrant model for human competences in an organization (Modified from the above regulatory body diagram)]]
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| − | [[File:Main types of organization for consideration – comparison of competence categories.PNG|thumb|right|500px|Fig 3. Main types of organization for consideration – comparison of competence categories]]
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| − | '''Source:''' [[Mapping organizational competency in nuclear organizations]] - Nov 2012 draft
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| | ==References== | | ==References== |
Revision as of 19:54, 23 December 2013
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Definition
Competency is Generic task or a function. The ability to put skills, knowledge and attitudes into practice in order to perform activities or a job in an effective and efficient manner within an occupation or job position to identified standards.
Summary
One paragraph which summarises the main ideas of the article.
Description
References
Related articles
Organizational competency
Competency map
Knowledge asset
Human asset
